Generiese riglyne vir die implementering van gelyke geleenthede by ‘n groep nie-aangewese werknemers (Afrikaans)
Employment equity initiatives often fail in organisations because of the negative perceptions and lack of support from members of the non-designated group towards the process of implementation of employment equity. The purpose of the study was to identify non-designated-friendly generic guidelines f...
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University of Pretoria
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Online Access: | http://hdl.handle.net/2263/23205 Strauss, E 2004, Generiese riglyne vir die implementering van gelyke geleenthede by ‘n groep nie-aangewese werknemers (Afrikaans), MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://hdl.handle.net/2263/23205 > http://upetd.up.ac.za/thesis/available/etd-03162005-150448/ |
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ndltd-netd.ac.za-oai-union.ndltd.org-up-oai-repository.up.ac.za-2263-232052021-02-06T05:11:33Z Generiese riglyne vir die implementering van gelyke geleenthede by ‘n groep nie-aangewese werknemers (Afrikaans) Strauss, Eltrone De Beer, J.J. (Johannes Jacobus), 1947- upetd@up.ac.za No key words available UCTD Employment equity initiatives often fail in organisations because of the negative perceptions and lack of support from members of the non-designated group towards the process of implementation of employment equity. The purpose of the study was to identify non-designated-friendly generic guidelines for the implementation of employment equity in an organisation. Phase one of the study comprised of qualitative research where a literature study was conducted on the methods used to introduce affirmative action, training of affirmative action candidates, and managing of diversity in the work place. During the second phase of the study a quantitative, survey-approach was followed to determine the perceptions and preferences of the non-designated sample (n-100) with regard to the implementation of employment equity. From the results of the survey a number of generic guidelines, which are acceptable for employees from the non-designated group, were identified. These guidelines can be utilised to minimise resistance when implementing employment equity measures in the workplace. Dissertation (MCom (Human Resources Management))--University of Pretoria, 2004. Human Resource Management unrestricted 2013-09-06T14:44:51Z 2005-03-22 2013-09-06T14:44:51Z 2004-12-05 2004 2005-03-16 Dissertation http://hdl.handle.net/2263/23205 Strauss, E 2004, Generiese riglyne vir die implementering van gelyke geleenthede by ‘n groep nie-aangewese werknemers (Afrikaans), MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://hdl.handle.net/2263/23205 > http://upetd.up.ac.za/thesis/available/etd-03162005-150448/ © 2004, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. University of Pretoria |
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No key words available UCTD |
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No key words available UCTD Strauss, Eltrone Generiese riglyne vir die implementering van gelyke geleenthede by ‘n groep nie-aangewese werknemers (Afrikaans) |
description |
Employment equity initiatives often fail in organisations because of the negative perceptions and lack of support from members of the non-designated group towards the process of implementation of employment equity. The purpose of the study was to identify non-designated-friendly generic guidelines for the implementation of employment equity in an organisation. Phase one of the study comprised of qualitative research where a literature study was conducted on the methods used to introduce affirmative action, training of affirmative action candidates, and managing of diversity in the work place. During the second phase of the study a quantitative, survey-approach was followed to determine the perceptions and preferences of the non-designated sample (n-100) with regard to the implementation of employment equity. From the results of the survey a number of generic guidelines, which are acceptable for employees from the non-designated group, were identified. These guidelines can be utilised to minimise resistance when implementing employment equity measures in the workplace. === Dissertation (MCom (Human Resources Management))--University of Pretoria, 2004. === Human Resource Management === unrestricted |
author2 |
De Beer, J.J. (Johannes Jacobus), 1947- |
author_facet |
De Beer, J.J. (Johannes Jacobus), 1947- Strauss, Eltrone |
author |
Strauss, Eltrone |
author_sort |
Strauss, Eltrone |
title |
Generiese riglyne vir die implementering van gelyke geleenthede by ‘n groep nie-aangewese werknemers (Afrikaans) |
title_short |
Generiese riglyne vir die implementering van gelyke geleenthede by ‘n groep nie-aangewese werknemers (Afrikaans) |
title_full |
Generiese riglyne vir die implementering van gelyke geleenthede by ‘n groep nie-aangewese werknemers (Afrikaans) |
title_fullStr |
Generiese riglyne vir die implementering van gelyke geleenthede by ‘n groep nie-aangewese werknemers (Afrikaans) |
title_full_unstemmed |
Generiese riglyne vir die implementering van gelyke geleenthede by ‘n groep nie-aangewese werknemers (Afrikaans) |
title_sort |
generiese riglyne vir die implementering van gelyke geleenthede by ‘n groep nie-aangewese werknemers (afrikaans) |
publisher |
University of Pretoria |
publishDate |
2013 |
url |
http://hdl.handle.net/2263/23205 Strauss, E 2004, Generiese riglyne vir die implementering van gelyke geleenthede by ‘n groep nie-aangewese werknemers (Afrikaans), MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://hdl.handle.net/2263/23205 > http://upetd.up.ac.za/thesis/available/etd-03162005-150448/ |
work_keys_str_mv |
AT strausseltrone generieseriglynevirdieimplementeringvangelykegeleenthedebyngroepnieaangewesewerknemersafrikaans |
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1719375770992771072 |